The document discusses recruitment, including its meaning, importance, process, sources, methods, and merits and demerits. It defines recruitment as the process of generating a pool of qualified candidates for jobs. The recruitment process involves planning, developing a strategy, searching for candidates, shortlisting, interviewing, and monitoring. Sources include internal sources like current/former employees and external sources like job boards, agencies, and campus recruiting. Methods include direct contact, advertisements, and third parties.

1. ORGANISATIONALBEHAVIOUR
& HUMAN RESOURCE
PRESENTATION TOPIC : RECRUITMENT

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GROUP MEMBERS
• RISHITAVYAS
• KAVYA GANHI
• JAYVAJA
• RONAK SUHAGIYA
• RAJ CHHABRA
• SAILESH PAL
• AMAN SINH PARMAR
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TABLEOFCONTENT
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 Meaning & definition of recruitment
 Why recruitment is important
 Steps in recruitment process
 Sources of Recruitment
 Merit and demerits of recruitment
 Recruiting pyramid
 Methods of recruitment

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Meaning & definition recruitment
“Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the
organization.”
By : Edwin Flippo
The process of generating a pool of qualified candidates
for a particular job
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Why recruitment is important
The recruitment team conducts job analysis activities, along with some
personnel planning to ensure that they can understand all necessary
requirements needed for the job before for they being the recruitment
process.
 Candidates can be accumulated without the business spending too much
money
 Recruitment helps divide applications into categories of underqualified and
overqualified.This helps streamline the process, making it easier to shortlist
people who would be perfect for the job and would help the company grow.
 It helps recruit a better qualified workforce that is more in line with the
company’s agenda.
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Steps in recruitment process
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i. Planning of the recruitment process
ii. Developing of strategy for the recruitment
iii. Search for the most suited candidate
iv. Shortlisting and screening of the candidates
v. Checking the resumes and cv cover letter (cv)
received
vi. Doing an interview via video/telephone call
vii.Monitoring and controlling the whole
process

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Sources of Recruitment
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INTERNAL
SOURCES
EXISTING EMPLOYEES
FORMER EMPLOYEES
EMPLOYEE REFERRAL
EXTERNAL
SOURCES
EMPLOYMENT EXCHANGES
RECRUITMENT AGENCY
ADVERTISEMENT
CAMPUS RECRUITING
WALK IN
WRITE-INS
INTERNET SOURE
POACHING

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Merit and Demerits of Internal sources
Employees are
motivated to improve
their performance
Simplifies the process of
selection & placement
No wastage of time in
training
Internal filling job is
cheaper
 Limited choice of
candidates
 Employee may become
lazy
 May be reduce of
productivity
 Fail to bring fresh talent
in organization
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MERIT DEMERIT

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Merit and Demerits of External sources
Outside people bring new
ideas
Wider experience and
expertise
Wider number of choices
Time consuming process
 Expensive process due to
advertisement and
interview requirement
 employee unfamiliar with
organization
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MERIT DEMERIT

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Recruiting Pyramid
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Methods of recruitment
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1) Direct method
2) Indirect method
3) Third party method

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Direct method
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In the direct method of recruitment, the representatives of the
organization contact the potential candidates in various
educational and training institutes. They establish direct
contact with the candidates seeking jobs. These
representatives work in cooperation and collaboration with
placement cells in the institutions.

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Indirect method
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In the indirect method of recruitment, advertisements in
newspapers, journals, on the radio, and T.V. are useful in
publicizing vacancies. A well-thought-out advertisement
enables the job seekers to assess their suitability so that only
those possessing the requisite qualification will apply and
there is no confusion. This method is especially appropriate
when the organization wants to reach out to a large target
group scattered geographically.

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Third party method
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This method consists of the use of private employment
businesses, management advisers, professional associations,
employee referrals, etc., to initiate contact with jobseekers.
Various agencies are useful in recruiting personnel for jobs.

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